The effects of self-monitoring, leader-member-exchange (LMX), role competence and emotional intelligence (EI) on the relationship between Machiavellianism and career success satisfaction are examined in this study. A quantitative approach was adopted and nine hypotheses were tested on a sample of 250 full-time employees from organizations in Northern Cyprus. A cross-sectional design with a self-administrated questionnaire was used to collect data. All of the measures for the variables employed were obtained from the literature and were validated in other studies. Out of the nine hypotheses tested, the following four were not supported: i) Hypothesis One. Machiavellianism is positively correlated to career success satisfaction; ii) Hypothesis Two. Self-monitoring is positively correlated to career success satisfaction; iii) Hypothesis Seven. The relationship between Machiavellianism and LMX is moderated by EI such that the strength of the positive relationship between Machiavellianism and LMX increases as EI increases; and iv) Hypothesis Eight. The relationship between Machiavellianism and LMX is moderated by role competence such that the strength of the positive relationship between Machiavellianism and LMX increases as role competence increases. The following four hypotheses were supported: i) Hypothesis Three. LMX is positively correlated to career success satisfaction; ii) Hypothesis Four. Role competence is positively correlated to career success satisfaction; iii) Hypothesis Five. EI is positively correlated to career success satisfaction; and iv) Hypothesis Six. The relationship between Machiavellianism and LMX is moderated by self-monitoring such that the strength of the positive relationship between Machiavellianism and LMX increases as self-monitoring increases. Hypothesis Nine (i.e., the relationship between Machiavellianism and career success satisfaction is mediated by LMX) was not supported. However, when Hypothesis Six was tested (i.e., the relationship between Machiavellianism and LMX is positively moderated by self-monitoring), there was a significant correlation between Machiavellianism and LMX for the high self-monitoring group but not for the low self-monitoring group. Hypothesis Nine was thus re-tested using only the high self-monitoring group. The finding indicates that LMX mediates the relationship between Machiavellianism and career success satisfaction only for the high self-monitoring group. This finding shows that the indirect effect of Machiavellianism on career success satisfaction via LMX depends on self-monitoring. Hypothesis Nine is thus partially supported. The results of this study can be used to infer that LMX, role competence and EI can have a positive effect on career success satisfaction. The results show that the quality of relationships with leaders improves when Machiavellianism is combined with high self-monitoring. Hence, high self-monitoring Machiavellians need to be monitored as they can use these traits to exploit others. The overall findings of this study give new insights about career success satisfaction in relation to Machiavellianism, self-monitoring, role competence, LMX and EI. The findings provide some evidence to support the argument that employees can influence their careers in various ways, including through personal traits such as Machiavellianism, self-monitoring, role competence, and EI.